S&C Electric Company Hiring for Compensation Senior Manager at Burr Ridge, Illinois Full Time

Job Summary

Under the direction of the Director-Total Rewards, oversees all broad-based compensation-related activities for S&C globally. Helps with the development of the overall strategy and leads the design, implementation, communication, administration and legislative compliance of S&C’s global compensation programs, policies and processes that support S&C’s business strategy. Ensures internal equity, external competitiveness and compliance with applicable regulations and policies. Continuously assesses market practices, trends, and regulatory environments related to compensation program design and delivery and integrates these elements into the company’s programs as appropriate with the aim of facilitating the attainment of S&C’s strategic objectives.

Please note: This is a hybrid position located in Chicago, Illinois.

Essential Duties/Responsibilities:

• Partners with business and human resources leadership to develop compensation strategies, policies, programs and policies that are competitive, innovatively designed, balanced, uniformly applied, cost efficient and achieve S&C’s strategic business objectives.
• Builds meaningful and productive relationships with the human resources team and functional/business partners (eg, legal, IT, finance, business leaders and the consulting community).
• Coaches and partners with line human resources to deliver compensation programs aligned with S&C’s strategic business needs; facilitates the alignment of compensation programs with S&C’s business and people strategies, objectives, and competitive targeted market position.
• Develops the annual salary expenditure budget proposal. Provides finance with quarterly budgetary updates on the S&C-wide Annual Incentive Plan.
• Oversees the policies and practices regarding job evaluation, job leveling, titling, salary administration, benchmarking and competitive analysis, communication, consultative advising and issue resolution.
• Leads the development of tools and processes to deliver and administer global compensation programs; monitors effectiveness and compliance with global policies and standards.
• Develops key performance metrics for designated compensation processes; measures and analyzes the effectiveness of compensation programs and process delivery.
• Continuously assesses global market practices, industry trends and best practices to ensure market competitiveness and the ability to attract, reward and retain top talent.
• Leverages HR technology and HR analytics to better manage programs, performance and talent assessments, merit award processes, etc.
• Develops and improves tools and processes to deliver and administer cash compensation framework such as market analyses, compensation structures, variable compensation plans, annual pay for performance process, and assessment and improvement of regulatory compliance.
• Consults on sales compensation program design.
• In conjunction with the performance management process, leads the annual compensation planning cycles, including merit awards and short-term incentive awards. Ensures compensation plans are delivered within budget.
• Prepares individual compensation recommendations, as requested, and performs market data analysis annually and as requested.
• Develops and delivers compensation program communications; ensures delivery of compensation training across the human resources function globally.

Qualifications and Competencies:

• Building Effective Work Partnerships: Creates strong morale and spirit in the team; fosters open dialogue; blends people into teams when needed.
• Compensation: Deep subject matter expert on global compensation, including significant experience with compensation strategy, design, implementation and administration. Successful track record responding to compensation challenges and experienced as a source expert guiding partners including the HR function and the HR & Compensation Committee of the Board. Ability to understand business needs and talent implications of compensation program design and implementation.
• Compensation Administration: Significant experience and knowledge of compensation systems and HR technology (preferably Oracle HCM). Effectively applies knowledge to decisions effecting compensation plan design and the impact of those plans on other areas of the business.
• Communication: Significant experience in written and verbal communication and should be capable of communicating effectively to all levels within and outside the company. Ability to present/communicate impact and findings to various levels of constituents in an accurate and timely manner.
• Consultancy Skills: Consults at all levels of the organization on issues and decisions that require extensive knowledge of compensation strategies, policies, programs and practices. Ability to lead implementation of a new strategy and sell ideas and concepts.
• Critical Thinking and Analysis: Creative, analytical thinking and results-driven orientation demonstrated through the ability to draw conclusions and trends from data analysis. Ability to conduct and interpret complex analyses and reporting requirements to determine efficient solutions.
• Customer Focus: Dedicated to meeting the expectations and requirements of internal and external customers; establishes and maintains effective relationships with customers and gains their trust and respect.
• Finance Internal Controls: Understands the importance of finance internal controls, capable of identifying, evaluating and documenting internal controls. Understands the underlying principles, techniques, and procedures of this skill.
• Human Resources: Strong knowledge of human resources principles and practices.
• Maintains Confidentiality: Appreciation for and ability to maintain confidentiality.
• Motivating Others: Creates a climate in which people want to do their best work; can motivate many kinds of individuals; empowers others.
• Organizational Agility: Knows how to get things done formally and informally; understands and navigates cultures effectively.
• Organizational Change Management: Applies change management principles to organizational initiatives.
• Project Management: Capable of effectively managing complex projects with little to no guidance.
• Results Orientation: Can be counted on to deliver goals consistently, timely and successfully; steadfastly pushes self and others for results.
• Strategic Agility: Is future oriented; can anticipate future consequences and trends and can create competitive strategies and plans.

Minimum Qualifications Required:

• Requires a Bachelor’s degree (B.A./B.S.) in Human Resources, Business Administration, Finance or a related discipline from an accredited four-year college or university. Advanced degree preferred.
• Ten plus (10+) years of progressive human resources background with a mid-sized to large company or recognized compensation consulting firm.
• Five plus (5+) years of progressive experience and responsibility leading broad-based compensation strategy, design, support, administration, governance and compliance perspective for a mid-sized to large company or recognized compensation consulting firm. Both public and private company experience preferred.
• Professional Compensation Certification (CCP) preferred.

In 1909, S&C Electric Company transformed the delivery of safe, reliable electricity with the invention of the Liquid Power Fuse. Today, as the world faces extreme weather events and the demand for electricity grows, S&C continues to innovate and advance the electrical grid, ensuring reliable and resilient power for homes, communities, and critical infrastructure around the world.

With a diverse, global workforce and core values around integrity, safety, and quality, S&C is a trusted industry leader and top workplace that offers meaningful careers to more than 3,500 team members. As a people-first organization, S&C is committed to fostering an inclusive and collaborative workplace where team members advance their careers through robust talent-development programs and involved leadership.

S&C’s deeply rooted belief diversity fosters greater creativity, innovation, and success guides the company to advance and sustain a diverse, equitable, and inclusive workplace culture.